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Employees experience a wide range of positive and negative emotions at work, and their effects on performance and wellbeing could be beneficial or detrimental. In this symposium, we highlight how adequately understanding, utilizing, and regulating emotions can help us harness the benefits and guard against potential downsides of emotions at work. Across five empirical papers using diverse empirical approaches across various contexts, this symposium examines how individuals can deploy and manage emotions to facilitate performance, wellbeing, and social relationships. Discussant Myeong-gu Seo will offer implications and future directions in the study of workplace emotions and emotional intelligence. In doing so, we seek to generate novel and relevant insights about the cognitive, behavioral, and social implications of everyday attempts at understanding, using, and managing our own emotions and the emotions of others at work. An Affective Model of Positive Adaptation for Working Mothers during the Covid-19 Pandemic. Presenter: Shimul Melwani; U. of North Carolina, Chapel Hill. Presenter: Alyssa Tedder-King; Kenan-Flagler Business School, U. of North Carolina at Chapel Hill. Presenter: Naomi Beth Rothman; Lehigh U. Projecting Passion: Connecting Anxiety to Passion Improves Entrepreneur Pitch Performance. Presenter: Yuxuan Lily Zhu; U. of California, Irvine. Presenter: Maia Young; U. of California, Irvine. #SOGRATEFUL: Gratitude Bragging as an Emotion Regulatory Strategy. Presenter: Hooria Jazaieri; Leavey School of Business, Santa Clara U. Presenter: Olivia Amanda O'Neill; George Mason U. The Role of Proactive Personality and Information Exchange in Affect Transference in Service. Presenter: Xiao-yu Liu; U. of International Business and Economics. Presenter: Irene E. De Pater; Curtin U. Presenter: Remus Ilies; National U. of Singapore. The Effects of Emotional Intelligence on Social Networks. Presenter: Hanbo Shim; Rutgers U. Presenter: Myeong-gu Seo; U. of Maryland. Presenter: Jinyoung Sohn; Yonsei U. [ABSTRACT FROM AUTHOR]

Mindfulness has received burgeoning attention from both organizational scholars and practitioners and many studies have demonstrated the benefits of mindfulness at work and at home. Yet, few studies have investigated the interpersonal effects of mindfulness across family and work domains. Drawing on conservation of resources theory and the mindfulness literature, we investigated whether, how, and when spouse mindfulness at home influences employee next-day work engagement at work. To test our hypotheses, we collected experience-sampling data from 125 focal employees and 125 spouses over ten consecutive workdays. The results indicated that spouse mindfulness at home had a positive effect on employee emotional sharing at home. Employee emotional sharing at home further was positively related to next-day employee work engagement at work. Moreover, employee emotional labor demands at the individual level moderated the indirect effect of spouse mindfulness on employee work engagement via employee emotional sharing. Finally, we discussed the study implications and directions for mindfulness research. [ABSTRACT FROM AUTHOR]

This article presents a within-individual examination of the effects of work engagement on the family domain. A total of 125 employees were asked to respond to daily surveys both at work and at home for a period of two consecutive weeks. Intraindividual analyses revealed that employees' daily work engagement experiences related positively, within individuals, to work-family interpersonal capitalization, which in turn, related positively to daily family satisfaction and to daily work-family balance. The findings also indicated that both the relationship between work engagement and work-family interpersonal capitalization and the indirect effects of daily work engagement on the family outcomes were stronger for employees with higher intrinsic motivation than for those with lower intrinsic motivation. [ABSTRACT FROM AUTHOR]

In this study we take a political perspective to examine subordinate outcomes of abusive supervision. Specifically, we examine the relationships between abusive supervision and subordinates' perceptions of organizational politics and political behavior. We also examine the moderating role of Machiavellianism in these relationships. With data collected from 280 supervisor-subordinate dyads in a Chinese taxation bureau, we found that under abusive supervision, subordinates experienced heightened perceptions of politics, and therefore, were more likely to engage in political behaviors. In addition, the impact of abusive supervision on politics perceptions was stronger for those low on Machiavellianism than for those high on Machiavellianism. The findings of the study suggest that abusive supervision may ignite adversity in organizations such that individuals perceive stronger perceptions of politics and become more engaged in organizational politics. Further, abusive supervision appears to have more prominent impact among those who typically hold benign views of humans and organizations in terms of the extent to which they view their organizations as being politicized. [ABSTRACT FROM AUTHOR]